law

1. LABOR AND WORKMEN LAW
[1969]
Royal Decree No. M/21 dated 6 Ramadan 1389 (15 November 1969)
Decision of the Council of Ministers No. 745, dated 23/24 Sha'ban1389 (3/4 November 1969)
(with 1970 procedural regulations appended)
The English version of this document is for guidance only.
The Arabic version is the governing text.
Chapter One:
General Provisions
Article 1
This Law shall be called the Labor Law.
Article 2
The provisions of this Law shall apply to:
a. Any contract under which any person undertakes to work for the account of an
employer under the latter's direction or control in consideration of a wage.
b. Contracts of apprenticeship (industrial indentures).
c. Workmen of the Government, local authorities, charitable institutions, and public
organizations.
Article 3
By way of exception, the provision of this Law shall not apply to:
a. Workmen in family enterprises which include only members of the employer's family.
b. Persons working in pastures or agriculture, with the exception of:
1. Persons working in agricultural establishments which process their own
produce.
2. Persons who are permanently engaged in the operation or repair of
mechanical equipment required for agriculture.
c. Domestic servants and persons regarded as such.
Article 4
In the absence of a special provision to the contrary, the provisions of Chapter Eight and
Articles 164, 165, and 166 shall not apply to the following:
a. Workmen employed in non-mechanized establishments which normally employ less
than five workmen, where the work does not cause any of the occupational diseases
included in the Schedule of Occupational Diseases.

2. b. Seamen and skippers employed on ships of less than 500 tons, who are subject to
the provisions of Part 11 of the Commercial Regulations (Maritime Trade) sanct ioned
by Royal Order No.32, dated 15 Muharram 1350 [3 June 1931].
Article 5
The Minister of Labor may consider all or any of the following establishments to be governed
by the provisions of the Articles and Chapters mentioned in Article 4 of this Law:
a. Any establishment employing juveniles.
b. Any establishment employing women.
Article 6
It is illegal to violate the provisions of this Law or to prejudice any other rights acquired by
the workmen by virtue of any other regulations or concession agreements, Labor contract or
any other agreements, or by virtue of any arbitration award or Royal Order, or in
accordance with generally accepted practice or with what has been habitually granted by
the employer to his workmen in a given area or areas.
Any stipulation in a contract or agreement whereby the workman waives any right
established in his favor by virtue of the provisions of this Law shall be null and void, even if
such stipulation was made prior to the effective date hereof.
Article 7
In this Law, the following terms and expressions shall have the meanings set forth below:
1. An "Adult" is a person who has completed eighteen years of age.
2. An "Adolescent" is a person who is more than fifteen years old but has not completed
eighteen years of age.
3. A "Juvenile" is a person who has not completed fifteen years of age.
4. The "Commission" is the Commission for the Settlement of Labor Disputes formed
under the provisions of Chapter Eleven of this Law, and the "Chairman of the
Commission" is the official who heads this Commission.
5. "Continuous Service" is the uninterrupted service with the same employer or his
legal successor from the date of commencement of service. Service shall be regarded
as continuous in the following cases:
(a) Regular vacations or leaves authorized by the employer.
(b) Where, for legitimate excuse, the workman absents himself from work for intermittent
periods totaling not more than thirty days a year.
(c) Where the workman stops working for a reason imputable to or emanating from the
employer, with which the workman had nothing to do.
6. "Wage" is all that is given to the workman in consideration of his work under a labor
contract, whether written or unwritten, regardless of the nature of the wage,
whether it is in cash or in kind and payable monthly, weekly, daily, or on a piecework
basis, or on the basis of the number of work hours or the amount of production;
regardless of whether all or any part of such wage consists of commissions or tips
where the latter are paid in accordance with generally accepted practice and where
there are rules permitting the accurate calculation thereof.

3. 7. In general, wages shall include all increases and allowance of any kind, including the
high cost of living allowance and the family allowance.
8. A "Workman" is any person working for the account of an employer under the latter's
direction or control, even though he may not be under the employer's direct
supervision, in consideration of a wage.
9. An "Employer" is any natural or juristic person employing one workman or more in
consideration of a wage.
10. An "Apprentice" is any person who joins the service as an employer for the purpose
of learning a trade or craft.
Article 8
If the employer entrusts to a natural or juristic person one of his principal operations or any
part thereof, the latter shall give his workmen all the rights and privileges granted by the
employer to his own workmen, and both shall be jointly and severally responsible for such
rights and privileges.
Article 9
Both the employer and the workman shall know all the contents of the Labor Law so that
each shall know where he stands and be aware of his rights and obligations. In addition,
there shall be displayed at a conspicuous place in every establishment employing twenty or
more workmen a set of rules, duly approved by the Ministry of Labor, for the purpose of
regulating the work in the establishment, and containing the following:
a. Classification of the workmen according to their occupational categories.
b. Work periods and hours, official holidays, weekly day of rest, and pay days for the
various categories of workmen.
c. Work shifts.
d. Rules governing attendance, tardiness, absence, entry into and exit from the places
of work, and inspection.
e. Vacations and eligibility therefor.
f. Any other details required by the nature of work in the establishment.
g. There shall also be displayed at a conspicuous place in the establishment a set of
disciplinary rules listing the acts, offences, acts of insubordination and the workman's
obligations, and the corresponding cash penalties or disciplinary actions, in
accordance with the standard disciplinary rules to be issued by the Minister of Labor.
Such rules and any amendments thereto shall not become effective except after they
have been approved by the Ministry of Labor.
Article 10
The employer or responsible manager shall keep at the place of work records and rosters
showing the full name of each workman as well as his nationality, trade or occupation, his
date of birth or age, place of residence, family status, date of commencement of his service,
his wages and wage supplements, any changes in the workman's status, and any penalties
imposed on him and the relative investigation reports, his regular work hours and overtime,
the vacations and benefits in cash or in kind that he rec eives, the date of termination of his
services and the reasons for such termination, the indemnities received by the workman on
account of such termination, and such other necessary information as relate to the
implementation of the provisions of this Law, particularly those pertaining to the
employment of juveniles and women and to labor injuries and occupational diseases.

4. Article 11
In the event there are several partners or managers in any establishment, one of them,
who is a resident of the place of work, shall be appointed to represent the employer and be
responsible for any violation of the provisions of this Law. The appropriate Labor Office shall
be informed of the name of such partner or manager who shall remain responsible before
the said Labor Office until it is informed of his replacement by another notice.
Article 12
In the event of any complaint against any of the officials who are charged with the
enforcement of the provisions of this Law in connection with the discharge of their official
duties, such complaint shall be investigated by a Commission of three, one of whom shall be
selected by the Minister of Labor, while the second shall be from the Personnel Bureau and
the third an administrative investigator designated by the Grievance Board or by any judicial
authority replacing it.
If the investigation reveals that complaint is false or vexatious, the complainant shall, by a
decision of the Commission, be punished with a fine of not less than five hundred riyals and
not more than twenty thousand riyals. If the complaint against the official if found to be
valid, the Commission shall submit a report to this effect to the Minister of Labor so that he
may issue his instructions for the necessary action to be taken in accordance with the
statutory provisions in force.
Article 13
No complaint shall be heard by any Commission in respect of violations of the provisions of
this Law or of the rules, decisions or orders issued in accordance therewith, after the lapse
of twelve months from the date of the occurrence of such violation. No case or claim
relating to any of the rights provided for in this Law shall be heard after the lapse of twelve
months from the date of termination of the contract. Also, no action or claim relating to any
of the rights provided for in any previous regulations shall be heard after the lapse of one
full year from the effective date of this Law.
Article 14
Actions arising under the provisions of this Law shall be heard expeditiously. The
Commission may order the losing party to pay the other party all or part of the expenses
incurred by the latter.
Article 15
The amounts to which the workman or his dependents are entitled under the provisions of
this Law shall be considered first-class privileged debts, and for the recovery thereof the
workman or his heirs shall have a priority right over all the employer's property. In the
event of the employer's bankruptcy or the liquidation of his establishment, such amounts
shall be recorded as privileged debts, and the workman shall be paid immediately a portion
equivalent to one month's pay before payment of any other cost s, including judicial
bankruptcy or liquidation costs.
Article 16
Arabic is the language to be used in all resolutions, records, registers, files, statements, and
other documents provided for in this Law, or in any decision or order issued in application of
the provisions hereof, as well as in any instructions or circulars issued by the employer to
his workmen. In the event a foreign language is used by the employer along with the Arabic
language, the Arabic text shall prevail at all times.

5. Article 17
All periods and time-limits provided for in this Law shall be computed on the basis of the
Hijrah Calendar, unless another calendar is agreed upon.
Article 18
Before the commencement of work in any establishment, the employer shall furnish the
appropriate Labor Office with the following information in writing:
a. Name type and location of the establishment and the address to which
communications shall be sent.
b. Nature of the work to be carried out or likely to be carried out by the establishment.
c. The number of workmen to be employed in the establishment.
d. Name of the responsible manager of the establishment.
e. Any other information required for the proper enforcement of this Law.
Information concerning establishments existing at the time this Law is put into effec t shall
be sent within three months from the effective date hereof.
Article 19
In the event the responsible manager is replaced, the employer shall notify the appropriate
Labor Office in writing of the name of the new manager within seven days from the latter's
assumption of his duties. If no one has been appointed as a responsible manager of the
establishment, or if the person so appointed has not assumed his duties, then the person
who actually performs the manager's duties or the employer himself shall be regarded as a
responsible manager of the establishment.
Article 20
Within the meaning of this Law, a month shall be reckoned as thirty days unless otherwise
provided.
Article 21
Physicians for the issuance of the necessary certificates shall be selected by consultation
between the Minister of Labor and the Minister of Health.
Article 22
It is illegal for any workman or employer to do any act that may constitute an abuse of any
of the provisions of this Law, or of the decisions and rules issued in execution of the
provisions hereof. It is also illegal for any workman or employer to do any act that may
bring pressure to bear on the freedom of the other or on the freedom of other workmen or
employers with the object of realizing any interest or supporting any point of view which
they adopt and which is inconsistent with the freedom of work and the jurisdiction of the
authorities concerned with the settlement of disputes.
Any offender shall be liable to the penalties provided for in this Law and in t he general
regulations.
Chapter Two
Labor Inspection
Article 23

6. Labor inspection shall be undertaken by competent inspectors to be designated by decision
of the Minister of Labor.
They shall have the powers and functions provided for in this Law.
Article 24
Labor inspection shall have the following functions :
a. Supervising the proper enforcement of the provisions of the Labor Law, particularly
as regards work conditions, wages, control and protection of workmen on the job,
the workmen's health and safety, and the employment of juveniles.
b. Furnishing employers and workmen with the information and technical guidance that
will enable them to adopt the best means for the enforcement of the provisions
hereof.
c. Informing the competent authorities of the deficiencies which the provisions in force
fail to remedy, and suggesting the necessary action.
d. Recording violations of the provisions of the Labor Law and of the decisions issued in
application hereof.
Article 25
Labor inspectors, shall, before assuming their official duties, take the oath before the
Minister of Labor to discharge their duties honestly and faithfully and not to disclose the
secret of any industrial invention or any other secret which may come to their knowledge by
reason of their offices, even after they cease to have any connection with such offices.
Labor inspectors shall carry identification cards to be provided them by the Ministry.
Article 26
Employers and their agents shall extend to inspectors and other officials charged with Labor
inspection the necessary facilities to enable them to perform their duties, and shall furnish
them with any information they may require, respond to any summons to appear before
them, and send a delegate to appear on their behalf if they are so required.
Article 27
Labor inspectors shall have the right to :
a. Enter any establishment that is subject to the provisions of the Labor Law at any
time during the day or night without prior notice, provided that such entry shall be
made during working hours.
b. Conduct any examination or investigation that may be necessary to ascertain he
proper enforcement of the Law.
They may in particular:
First: Question the employer or the workmen separately or in the presence of witnesses
about any matter relating to the enforcement of the provisions of the Law.
Second: Examine all books, records, and documents required to be kept under the
provisions o the Labor Law and of the decisions issued hereunder, and obtain any copies or
extracts therefrom.
Third: Take a sample or samples of the materials used or handled in the industrial and
other operations that are subject to inspection, if such materials are believed to have a
harmful effect on the health or safety of the workmen, for the purpose of having such

7. samples analyzed in Government laboratories and determining the extent of such effect,
duly notifying the employer or his representative of their action.
Fourth: Ascertain that notices and communications required to be posted under the Law
are duly posted.
Article 28
The Ministry of Labor shall prepare the appropriate Rules of implementation for the control
and regulation of the inspection operations provided for in the preceding Article, and such
Rules shall be issued by a decision of the Council of Ministers.
Article 29
The person performing the inspection shall notify the employer or his representative of his
presence, unless he believes that the matter for which he is making the inspection calls for
a different course of action.
Article 30
A labor inspector shall have the right to order employers or their agents to make
modifications in the operating rules pertaining to the plant and equipment used in their
establishment within the periods prescribed by the inspector in order to insure the proper
application of the provision pertaining to the health and safety of the workmen. Where there
is an imminent danger threatening the workmen's health and safety, the inspector may
require the immediate adoption of whatever measures he may deem necessary to forestall
such danger.
Article 31
Labor inspectors shall treat any complaints reaching them in respect of any deficiency in the
plant or any violation of the provisions of the Law as strictly confidential and shall not
disclose to the employer or his representative the existence of such complaints.
Article 32
If, in the course of his inspection, the inspector finds that a contravention of the Labor law
or of any decisions issued hereunder has been committed, he shall prepare a report in
duplicate setting forth the contravention and shall submit such report to the Director of the
Labor Office for necessary action against the offender.
Article 33
The Director and inspectors of the Labor Office may, where necessary, call upon competent
administrative authorities and members of the police force to provide whatever assistance
may be required.
If the inspection relates to the health aspects of the work, the inspector shall, with the
approval of the Director of the Labor Office, take with him a competent physician from the
Ministry of Labor or the Ministry of Health.
Article 34
The Chief of Labor Inspection in the area shall prepare a monthly report on the labor
inspection activities, the aspects of inspection, the establishments inspected and the
number and nature of the violations committed. He shall also prepare an annual report on
inspection in the area and the results and effects thereof, in which he shall include his
comments and suggestions. A copy of both the monthly and the annual reports shall be sent
to the Ministry of Labor.
Article 35

8. The Deputy Ministry for Labor shall prepare an annual report on inspection in the Kingdom.
Such report shall include all matters relating to the Ministry's control over the enforcement
of the provisions of the Labor Law, particularly the following matters:
1. A statement of the provisions covering inspection.
2. A list of the officials in charge of inspection.
3. Statistical data on the establishments that are subject to inspection nd the number
of workmen therein.
4. Statistical data on the number of visits and inspection tours made by the inspectors.
5. Statistical data on the contraventions committed and the penalties to which the
offenders were sentenced.
6. Statistical data on Labor injuries.
7. Statistical data on occupational diseases.
Article 36
The Ministry shall prepare forms for contravention reports, inspection records, notices and
warnings, and shall lay down the necessary rules for the safekeeping and use of such forms
and for their distribution to all the Labor offices in the various areas.
Article 37
In addition to the general requirements for the employment of Government employers, the
Labor inspectors must satisfy the following requirements:
a. They shall be completely impartial.
b. They shall not have any direct interest in the establishments inspected by them.
c. They shall pass a special professional examination following a training period of not
less than three months.
Article 38
The training of labor inspectors and controllers shall be conducted in special training courses
to be organized by the Ministry. Attention shall be given in those courses to training the
inspectors in the following matters in particular:
a. Principles of the organization of inspection visits and of contacts withemployers and
workmen.
b. Principles of auditing books and records.
c. Principles of counseling the employers in the requirements of the statutory provisions
and the benefits to be derived from their application, and assisting the employers in
such application.
d. Fundamental principles of industrial technology and means of protection against
labor injuries and occupational diseases.
e. Fundamental principles of productivity and the relation it bears to the extent of
providing the favorable conditions for the performance of the work.
Chapter Three
Combating Unemployment,
and the Vocational Rehabilitation of the Disabled

9. First: Employment Offices
Article 39
The Ministry shall set up employment offices in locations suitable for both the employers
and workmen. Such offices shall be under the supervision of the Ministry and shall offer
their services free of charge for the purpose of assisting workmen in finding suitable jobs
and assisting employers in finding suitable workmen.
The employment offices shall collect and analyze the necessary information on the position
and development of the labor market so that such information may be available to the
various public and private organizations concerned with economic and social planning. Such
offices shall perform the following duties:
a. Recording the names of applicants for jobs, indicating their vocational qualifications
and experience, as well as their duties.
b. Obtaining information on vacant jobs from employers.
c. Referring workmen's applications to suitable vacancies.
d. Extending advice and assistance to job applicants concerning vocational training or
re-training required to obtain the vacant jobs.
e. Facilitating the transfer of the workman from one occupation to another.
f. Such other matters as may be determined by the Deputy Minister for Labor.
Article 40
No person shall act as an employment agent or as a contractor to supply workmen unless
he is permitted to do so by the Deputy Minister for Labor and is in possession of an annual
license which shall be renewable at the discretion of the competent authority which shall
control his activity. No such license shall be granted where there is an employment office
belonging to the Ministry or to an organization approved by the Ministry operating in the
area and capable of acting as an intermediary for the supply of the necessary labor.
Article 41
The employment agent or the labor supplier may not demand or accept from any workman,
whether before or after his employment under a labor contract, any money or material
reward in return for the workman's employment, or to collect from the workman any costs
except as may be decided and approved by the competent authorities. The workmen
supplied by the employment agent or labor contractor (labor supplier) shall, immediately
upon their engagement by the employer, be regarded as employed by the latter an shall
have all rights and privileges of the original workmen of the establishment. The relationship
between them and the employer shall be direct without any intervention by the labor
supplier whose mission and relation with the workmen shall end immediately upon
presenting them to the employer.
Article 42
The employer shall inform the appropriate Labor Office, by registered letter or by any other
means proving receipt, of vacancies and newly-created jobs of any kind, and shall give the
kind and location of each job, the wage allotted to it, the job requirements and the date
fixed for filling it. Such notice shall be given within a period not exceeding ten days from the
date on which the job becomes vacant or is created.
Article 43

10. The employer shall send to the appropriate Labor Office during the month of Dhu al-Hijjah
of each year the following annual statements:
1. A statement showing the number of his workmen, and the names, job, occupation,
rate of pay, age, nationality, and the number and date of work permit of each.
2. A statement of the vacant and newly-created jobs and positions, and the kind and
rate of pay of each, the jobs that have been filled and the reasons for not filling the
rest during the year preceding the date of such statement.
3. A report on the condition, circumstances, and nature of the work, and the expected
decrease or increase in the number of jobs during the year following the date of such
report.
Article 44
Without prejudice to the conditions laid down in concession and other agreements and
orders regarding training, education, and scholarships, every employer employing one
hundred or more workmen shall train in technical jobs a number of his Saudi workmen that
is not less than 5% of the total number of his workmen, in accordance with a training
program to be prepared by the Ministry of Labor.
The Minister of Labor shall, by decision, prescribe the rules and conditions to be observed in
such training and shall indicate the minimum and maximum training periods, and set forth
the curricula of the theoretical and practical training, the method of testing and the
certificates to be granted in this regard.
Article 45
The number of the Saudi workmen of the employer shall not be less than 75% of the total
number of his workmen, and their wages shall not be less than 51% of the total wages of
his workmen.
If technical skills or educational qualifications are not available, the Minister of Labor may
reduce this ratio temporarily.
Article 46
The Minister of Labor may, if necessary, require employers in certain industries or
occupations or in certain areas not to hire workmen except through the employment offices,
subject to the terms and conditions he shall prescribe in a decision.
Article 47
A decision of the Minister shall determine the rules and procedures governing the conduct of
business at the employment offices, and shall prescribe the forms of the Records, notices
and other documents handled by such offices, as well as job classification schedules in
accordance with the international job classifications, which shall serve as basis for the
organization of employment operations.
Second: Employment of Foreigners
Article 48
Work is a right of the Saudi national and may not be exercised by other except aft er
fulfillment of the conditions provided for in this Chapter. Saudi workmen are equal in their
right to work in all areas of the Kingdom without discrimination.
Article 49

11. No foreigners shall be brought into the country to work nor may he be permitted to work
with companies and private establishments except after the approval of the Minister of
Labor and after securing a work permit in accordance with the form, procedures, and rules
to be prescribed by the Minister of Labor. Such permit shall not be granted except after
fulfillment of the following conditions:
1. That the workman shall have entered the country in a legal manner and shall have
satisfied the conditions prescribed in the Residence Regulations.
2. That he shall possess the vocational skills and educational qualifications of which the
Country is in need, provided that the nationals possessing such qualifications are
either lacking or insufficient in number.
3. That he shall be under contract with and guaranteed by a Saudi employer, or a non-
Saudi employer authorized under the Regulations for the Investment of Foreign
Capital, or shall be a member of a liberal profession, guaranteed by Saudi national,
or under contract with and guaranteed by a concessionaire company.
The term "work" as used in this Article shall mean any industrial, commercial, agricultural,
financial, or other work, and any service, including domestic service.
Article 50
In accordance with the conditions, rules and periods to be determined by the Minister of
Labor, every employer shall vocationally prepare his Saudi workmen to replace non-Saudis,
by improving their standard in technical jobs performed by non-Saudis so that the Saudi
workman may be able to replace the non-Saudi. The employer shall keep a register in which
he shall record the names of the Saudi workmen who have replaced non-Saudis.
Third: Vocational Rehabilitation of the Disabled
Article 51
A disabled person is any person whose capacity to perform and maintain a suitable job has
actually diminished as a result of a physical or mental infirmity.
Article 52
"Vocational rehabilitation" shall mean the services provided to the disabled personal to
enable him to regain his capacity to perform his original work or any other work which suits
his condition.
Article 53
The Minister of Labor shall, in agreement with the Ministries and establishments concerned,
set up and organize the institutions necessary to provide vocational training services. Such
institutions shall give the disabled workman who has been rehabilitated a certificate
confirming such rehabilitation. The information to be contained in such certificate shall be
determined by a decision of the Minister of Labor.
Article 54
Any employer who employs 50 or more workmen, and the nature of whose work allows him
to employ disabled workmen who have been vocationally rehabilitated, shall employ such
workmen to the extent of 2% of the total number of his workmen, whether through
nomination by the employment offices or otherwise. He shall send to the said office a
statement indicating the jobs and positions occupied by disabled workmen who have been
vocationally rehabilitated and the pay rate of each such workman.

12. Article 55
If a workman sustains an injury resulting in disablement which does not prevent him from
performing a job other than his previous job, the employer in whose service the injury
occurred shall assign such workman to a suitable job at the salary fixed for such job, within
1% of his total work force, and without prejudice to the workman's right to compensation
for his injury.
Fourth: Contracts of Apprenticeship
Article 56
A contract of apprenticeship is a contract whereby an employer agrees to employ a young
workman in order to train him methodically in a certain trade or craft within a specified
period during which the apprentice is bound to work under the employer's supervision.
Article 57
The employer who employs apprentices shall be at least 21 years old, of good reputation,
and he, or the person in charge of training, shall possess adequate qualifications and
experience in the subject trade or craft. The establishment itself shall satisfy the appropriate
technical requirements to provide the apprentices with the necessary facilities for training in
the particular trade or craft.
Article 58
The apprenticeship contract shall be made in writing, and shall indicate the period of
apprenticeship, its successive stages and the wages due at each stage. Wages at the last
stage shall not be less than the minimum wages paid for similar work, and shall under no
circumstances be determined on a piecework or production basis.
Article 59
The apprenticeship contract shall be drawn up in at least three copies, one copy of which
shall be retained by each party, and the third copy shall be deposited at the appropriate
Labor Office within one week from the date of signing the contract. The official indisputable
date of the contract shall be held to be the date on which this copy is deposited and
recorded at the Labor Office. The contract shall be signed by the employer or his official
representative, and by the apprentice or his legal or testamentary Guardian where the
apprentice is under 16 years of age. Apprenticeship contracts shall be exempt from
registration fees and stamp duty.
Article 60
The Minister of Labor may submit a proposal for determining those trades and crafts in
which apprentices shall be accepted, the period of apprenticeship in each trade or craft, the
theoretical and practical programs to be followed, the conditions governing examinations
and the certificate to be given at the end of the apprenticeship period, provided that such
proposal shall be approved by the President of the Council of Ministers.
Article 61
The Minister of Labor shall have the right in all cases to designate one expert or more in the
trade or craft in which apprenticeship is to be organized, in order to avail himself of the
expert's report in such organization.

13. Article 62
Before commencing his apprenticeship, the apprentice shall submit to a medical
examination for the purpose of determining his state of health and his ability to perform the
work of the trade wherein he wishes to be apprenticed. Where the trade requires special
physical and health conditions, the medical report shall indicate that the candidate fulfills
such special conditions, whether they be physical or psychological.
Article 63
The employer shall treat the apprentice as a good father, guiding him and supervising his
conduct. He shall advise his legal or testamentary guardian of the serious errors committed
by the apprentice, as well as of his moral and temperamental aberrations. The employer
shall notify such guardian without delay in case of the apprentice's illness or absence and in
any other cases requiring the guardian's quick intervention. He shall not use the apprentice
except in the operations and services relating to his practicing and learning the trade or
craft.
Article 64
The employer shall instruct the apprentice gradually and fully in the principles and
techniques of the trade or craft stipulated in the apprenticeship contract, and shall at the
end of his apprenticeship, deliver to him a document acknowledging completion of the
apprenticeship.
Article 65
The apprentice shall observe his master's instructions and advice with due respect and
politeness, and he shall cooperate with him and assist him within the limits of his capacity
and ability.
Article 66
The employer may cancel the apprenticeship contract if he feels that the apprentice does
not have the aptitude or ability to usefully complete his apprenticeship. The apprentice and
his legal guardian shall also have this right. The party wishing to cancel the contract shall so
notify the other at least one week before the date of cessation of the work.
Article 67
In the establishments, industries and trades to be specified by decisions of the Minister or
Labor, the latter may oblige such establishments, industries and trades to accept:
a. A number and specified proportion of apprentices in accordance with the terms,
periods and conditions determined by the Minister under Articles 60 and 61.
b. A number and specified proportion of students or graduates of industrial and
vocational institutes, for training and pursuance of practical experience, in
accordance with the terms, conditions, periods and wages to be specified in an
agreement to be concluded between the Ministry and the management of the
establishment concerned.
Article 68
The Council of Ministers may, by decision, impose a fiscal charge called "the Vocational
Training tax" on the industrial and trade establishments whose occupational fields and
number of workmen shall be determined in such decision on the recommendation of the
Minister of Labor. The proceeds of the vocational training tax shall be appropriated to

14. finance the existing training establishments and their institutes, and to create new
establishments an institutes where necessary.
Article 69
The employer shall have the right either to retain the apprentice in his service after
completion of his apprenticeship period, or not to employ him. Similarly, the apprentice
shall have the right either to remain in the employer's service after completion of the
apprenticeship period, or to leave such service, unless otherwise provided in the
apprenticeship contract.
Chapter Four
The Labor Contract
Article 70
A labor contract is a contract concluded between an employer and a workman, whereby the
latter agrees to work under the direction or control of the employer for a specified or
unspecified period in consideration of wage, or for the performance of a specified job, and
which contains the terms of employment agreed upon.
Article 71
An employer cannot be obliged to reemploy a workman under probation for a period
exceeding three months in respect of workmen employed at a monthly rate, or exceeding
one month in respect of other workmen.
A workman shall not be employed under probation more than once by one employer. The
contract shall specifically and in writing provide that the workman is under probation, and
the period shall be clearly defined, otherwise the workman shall be considered as a regular
employee.
Article 72
A labor contract concluded for a specified period shall terminate upon the expiry of its term.
If both parties continue to enforce the contract thereafter, it shall be considered renewed for
an unspecified period.
Article 73
If the contract is for an unspecified period, either party may cancel it for a valid reason,
subject to giving the other party a thirty-day prior notice in respect of workmen employed
at a monthly rate, and a fifteen-day prior notice in respect of other workmen.
If the party who has cancelled the contract fails to observe the prescribed notice period, he
shall pay the other party an indemnity equivalent the workman's pay for the notice period
or the remainder thereof. The workman's last wages shall be taken as a basis for
determining the indemnity in respect of workmen who receive their pay by the month, the
week, the day or the hour.
In the case of workmen whose wages are fixed on a piecework basis, the indemnity shall be
determined on the basis of the average pay received by the workman for actual workdays
during the last three months.
Article 74
If the contract is cancelled for no valid reason, the party who is prejudiced by such
cancellation shall be entitled to an indemnity to be assessed by the competent Commission,
provided that such assessment shall take into account actual and contingent mat erial and
moral prejudice suffered by such party. In the case of the workman, such assessment shall
take into account the nature of the work, the period of service, the workman's age, the pay

15. he was receiving, the family burdens he shoulders, the extent to which his income from his
new job is lower than the income from his old job, the degree of arbitrariness of the
discharge decision, the extent to which this decision affects the workman's reputation, and
any other conditions and concomitant circumstances in accordance with the rules of equity
and current generally accepted practice.
Article 75
A workman who is discharged for no valid reason may apply for a stay of execution of such
discharge. The application shall be submitted to the Director of the Labor Office of the area
in which his place of work is located, within a period not exceeding fifteen days from the
date on which the employer delivers the discharge decision to the workman, or notified him
of such discharge by registered letter or by any other means proving receipt. The Director of
the appropriate Labor Office shall, immediately upon submission of the application to him,
take necessary action to settle the dispute amicably. If settlement is not reached, the
Director shall, within one week from the date of submission of the application, refer the
same to the appropriate Commission of the area in which the place of work is located,
together with a memorandum, in five copies, containing a summary of the dispute and the
arguments of both parties together with the Labor Office's comments and recommendations
for the settlement of the dispute.
The chairman of the Commission shall, within three days from the date of referral of the
application to the Commission, fix a hearing for the examination of the stay of execution,
within two weeks from the date of such referral. The workman and the employer shall be
given notice of the time and place of the hearing, and both workman and employer shall be
summoned to attend such hearing.
A copy of the memorandum of the Labor Office shall be attached to each notice which shall
be served by registered letter or by any other means proving receipt.
The Commission shall expeditiously decide on the application for stay of execution within
two weeks from the date of the first hearing. Its decision in this respect shall be final. The
decision shall fix a date for a hearing to examine the basic issue within the week following
the issuance of the decision. If the Commission orders a stay of execution, the employer
shall simultaneously be ordered to pay to the workman forthwith a sum equivalent to his
pay from the date of his discharge.
The employer may, within one week at the most from the date of issuance of the decision
ordering the stay of execution, return the workman to his job and pay him his wage arrears,
whereupon the dispute shall be considered settled and such settlement shall be recorded in
a report to be drawn up before the Chairman of the Commission, signed by the employer
and the workman, and approved by the Chairman of the Commission. This report shall have
the force of a decision issued by the Commission. If the said period expires and no
settlement is reached, the Commission shall decide on the basic issue within a period not
exceeding fifteen days from the date of issuance of the decision ordering the stay of
execution.
If the Commission finds that the workman's discharge was without a valid reason, it may
order his reinstatement with payment of his wage arrears, or it may order payment of his
statutory entitlements as well as any compensation due him for damages he has sustained.
The onus of proof that the discharge was for a valid reason shall lie with the employer. The
Commission's decision in this respect shall be considered a decision of first instance.

16. Discharge shall be regarded as having no valid reason if it is established that it followed the
workman's demand for legitimate rights due to him by the employer and no other valid
reason for termination is established. In such case, the employer shall be ordered to
reinstate the workman, pay his wages from the date of his discharge to the date of his
reinstatement, and to consider his services as continuous.
The workman's discharge shall also be regarded as having no valid reason if such discharge
was caused by the workman's refusal to comply with an order transferring him from his
original place of work when such transfer is not based on an adequate, valid reason dictated
by work requirements, or is such as to cause serious prejudice to the workman. In such
case, the employer shall also be ordered to return the workman to his original place of work
and to pay his wage arrears from the date of his discharge to the date of his reinstatement,
and to consider his services as continuous.
The workman's right to apply for a stay of execution of the decision to discharge him, shall
lapse if he fail to submit his application within the prescribed period of fifteen days, without
prejudice to his right to claim his other statutory rights within the one-year period
prescribed in Article 13 hereof.
Article 76
If a labor contract is concluded by any person acting on behalf or for the account of the
original employer, both the employer and such person shall be held jointly and severally
responsible for the fulfillment of the obligation prescribed hereunder.
Article 77
The labor contract must be in writing, drawn up in Arabic and in duplicate, one copy to be
retained by each of the two parties. However, even though it is not written, a contract shall
be considered existent, so that the workman alone may by all means of proof establish his
rights, and either party may at any time demand that the contract be put in writing.
As for workmen employed by the State or by general organizations, the appointment
decision or order issued by the appropriate authority shall replace the contract.
Article 78
The employer may not transfer the workman from his original place of work to another
place necessitating a change in his place of residence, if such transfer is apt to cause a
serious prejudice to the workman an is not justified by a valid reason dictated by the nature
of the work.
Article 79
A monthly-rated workman may not be reclassified as a daily-rated workman or as a weekly,
hourly or a piecework rated workman, unless he so agrees in writing and without prejudice
to the rights he has acquired during the period he spent as a monthly-rated workman. The
grade classification shall be considered an acquired right of the workman and he may not be
reclassified in a lower grade.
Moreover, except in cases of necessity and as dictated by the nature of the work, a
workman may not be called upon to perform a work which is essentially different from the
work agreed upon, unless he so agrees in writing and provided that this is done on a
temporary basis.
Article 80
Except within the limits dictated by the need to attract foreign workmen, an employer who
employs foreign workmen may not pay them wages and remunerations in excess of what he
pays Saudi workmen of equal competence, technical proficiency and academic qualifications.

17. Article 81
If a workman causes the loss, damage or destruction of materials, machinery or products
which belong to or are in the custody of the employer, where such loss, damage or
destruction was the result of the workman's fault or contravention of the employer's
instructions and not the result of a third party's fault or force majeure the employer may
withhold from the workman's wages the amount required for repairs or for restoring things
to their original condition, provided that the amount so withheld shall not ‘exceed five days'
wages in each month. However, the employer may, if necessary, lodge a complaint to claim
a higher amount if the workman has other property from which recovery can be made. The
workman may also appeal the employer's assessment to the appropriate Commission, and if
the latter rules that the employer had no claim against the workman for the amount he
withheld from the workman's pay or if the employer is awarded a smaller amount, the
employer shall refund to the workman, within seven days from the date of issuance of the
ruling, the amount unduly withheld.
Article 82
The labor contract shall not come to an end upon the employer's death unless his person
was taken into consideration in concluding the contract. It shall, however, come to an end
upon the death of the workman, his total disability to perform his work as established by a
medical certificate, or his illness resulting in his absence from work for a period of not less
than ninety consecutive days or for periods which in the aggregate do not exceed one
hundred and twenty days within one year.
Such disability or illness shall be established by a medical certificate to be issued by a
competent physician accredited by the employer or, if the latter does not have an accredited
physician, then by a physician to be appointed by the appropriate Government agency.
The employer must refrain from terminating the contract during the period of illness and,
without prejudice to the provisions pertaining to compensation for industrial injuries, the
employer shall, in case the contract comes to an end for any of the said reasons, pay the
workman the full termination award in accordance with the provisions of this law.
Article 83
The employer may not cancel the contract without termination award, advance notice or
indemnity except in the following cases, and provided that he gives the workman a chance
to state his reasons for objecting to the cancellation:
1. If, during or by reason of the work, the workman has committed an assault against
the employer or against any of his supervisors.
2. If the workman fails to fulfill the essential obligations arising from the labor contract,
or to obey legitimate orders, or if, in spite of being warned in writing, he deliberately
fails to observe the instructions posted by the employer in a conspicuous place for
the safety of the work and workmen.
3. If the workman is proved to have adopted a bad conduct or to have committed an
act affecting honesty or honor.
4. If the workman has deliberately committed any act or negligence with intent to
cause material loss to the employer, provided that the latter shall report the incident
to the appropriate authorities within twenty-four hours from the time of its coming to
his knowledge.
5. If it is proved that the workman had resorted to forgery in order to obtain the job.
6. If the workman is hired on probation.

18. 7. If the workman absents himself without valid reason for more than twenty days in
one year or for more than ten consecutive days, provided t hat discharge shall be
preceded by a warning in writing by the employer to the workman after ten days'
absence in the second.
8. If it is proved that, without permission from the person supervising his treatment,
the workman has left the hospital or any place provided for his treatment. This shall
not prejudice his right to such compensation as he is entitled to under the provisions
on injuries and compensation set forth in the Social Insurance Law.
9. If it is proved that the workman has divulged the industrial and commercial secrets
of the work in which he is engaged.
Article 84
Without prejudice to his right to an award for his period of service and indemnity for any
prejudice that he may have sustained, as if the cancellation has been initiated by the
employer, the workman may, without advance notice, leave the work before the expiration
of the contract in the following cases:
1. If the employer has not fulfilled his obligations towards the workman.
2. If the employer calls upon the workman to perform a work which is essentially
different from the nature of the work for which he has committed himself under the
contract, or if the employer transfers the workman from his original place of work to
another place, necessitating a change in his place of residence, which is apt to cause
serious prejudice to the workman and has no valid reason dictated by the nature of
the work.
3. If the employer or whoever is acting on his behalf has committed an assault or an
immoral act against the workman or against a member of his family.
4. If there is a serious hazard which threatens the safety or health of the workman,
provided that the employer has been aware of the existence of such hazard and has
taken no steps to remove it.
5. If at the time of concluding the contract, the employer or his representative has
misled the workman with respect to the terms of employment.
6. If the employer through his actions and particularly by his unfair treatment or by his
breach of the terms of the contract, has caused the workman to appear as the party
terminating the contract.
Article 85
The employer shall bear the costs of returning the workman to the place where the contract
was concluded or to the place from which the workman was brought, within the period to be
specified by the appropriate Labor Office, after the date of the end of the work or the date
of termination of the contract for one of the reasons set forth in Articles 82, 83 and 84,
provided that the workman shall not have engaged in another work at the place of the last
job, or shall not have prematurely ceased to work for no valid reason, or shall have
expressed in writing before the appropriate Labor Office his desire not to return to the place
where the contract was concluded or to the place from which he had been brought. If the
employer fails to fulfill this obligation, the appropriate administrative agencies shall, at the
request of the director of the labor office, repatriate the workman immediately and recover
the costs from the employer. The appropriate labor office may, in case the workman is
discharged under Article 83, exempt the employer from this obligation if the employer so
request, with due regard to the circumstances surrounding the discharge of the workman.

19. Article 86
In case the workman's service is terminated or comes to an end, the employer shall return
to him all that he has deposited with the employer. Moreover, the workman shall be entitled
to obtain from the employer, free of charge, a service certificate specifying the period of the
workman's service and the salary and benefits he was receiving. If such certificate contains
anything that may prejudice the reputation of the workman or diminish his chances to find a
job, it must state the grounds therefor.
Article 87
Where the term of a labor contract concluded for a specified period comes to an end or
where the employer cancels a contract of unspecified period, the employer shall pay to the
workman an award for the period of his service to be computed on the basis of half a
month's pay for each of the first five years and one month's pay for each of the subsequent
years. The last rate of pay shall be taken as basis for the computation of the award. For
fractions of a year, the workman shall be entitled to an award which is proportionate to his
service period during that year. Furthermore, the workman shall be entitled to the service
award provided for at the beginning of this article in the following cases:
a. If he is called to military service.
b. If a workwoman resigns because of marriage or childbirth.
c. If the workman is leaving the work as a result of a force majeure beyond his control.
Article 88
In contract of unspecified term, if the workman resigns he shall be entitled to one third of
the award provided for in the preceding Article if his service period is not less than two
consecutive years and not more than five years, he shall be entitled to two thirds of the
award if his service period is more than five consecutive years an less than ten years, and
to the full award if he resigns after ten years of service; provided that in all the said cases,
he give notice to the employer in writing of his intention to resign thirty days before he
leaves the work.
Article 89
All obligations shall be discharged, not withstanding the dissolution, liquidation, shutdown,
bankruptcy, merger or subdivision of the establishment or its conveyance by inheritance,
legacy, donation, sale, assignment or any other disposition. With the exception of
liquidation, bankruptcy and authorized final shutdown, the labor contract shall be
considered in force in all the above cases.
Article 90
The original and the new employer shall be held jointly and severally responsible for the
discharge of the obligations arising from the contract which fell due prior to the transfer of
ownership. As for obligations arising after such transfer, these shall be assumed by the new
employer alone.
Obligations of Employers:
Article 91

20. In addition to the obligations provided for in this law and in the rules and decisions issued
for its implementation, the employer shall:
a. Treat his workmen with due respect and refrain from any word or deed that may
affect their dignity or religion.
b. Facilitate any task of the officials of the appropriate authorities relating to the to the
inspection, control or supervision of the proper implementation of the provisions of
this law and of the rules and decisions issued pursuant to it. He shall also furnish the
competent authorities with all the necessary information that may be required from
him for the achievement of this purpose.
c. Grant the workmen the necessary time to enable them to exercise their rights
provided for herein without any deduction from their wages for such time. He may,
however, regulate the exercise of this right in such a manner as would not disrupt
the progress of the work.
Article 92
With due to the relevant regulations, the employer shall pay the workman his wages at the
time and place specified in the contract or determined by accepted general practice.
Article 93
If the workman or employee reports to work in the hours of the day stipulated in the labor
contract or expresses his readiness to perform his work during these hours and is prevented
from doing so only by a cause which is ascribed to the employer, the workman or employee
shall be entitled to the pay of that day.
Article 94
Employers or their agents, or any person having authority over the workmen, shall tighten
control to prevent the entry of any legally prohibited substance to the places of work, and
anyone who is found in possession of such substance or who has consumed it shall, in
addition to the legal penalties, be liable to deterrent administrative penalties.
Article 95
In the case of establishments employing ten or more workmen, employers shall provide
each workman with a service card bearing the signature of the employer or his agent and
the stamp of the establishment, and giving the workman's name, surname, occupation, date
of birth, nationality and date of his employment, as well as his wages with their
supplements. At the end of the workman's service, the date of his severance shall be added
in his card. The Minister may issue service card forms which employers shall have to adopt.
Obligations of Workmen:
Article 96
In addition to the obligations provided for in this Law and in the rules and decisions issued
for its implementation, a workman shall:
a. Perform the work required of him pursuant to his labor contract under the employer's
control and direction and in accordance with his instructions, if such instructions
involve no inconsistency with the contract, with the Law or with public morals and if
obeying such instructions does not expose the workman to danger.

21. b. Return to the employer the unconsumed materials and take adequate care of the
Machines and tools placed at his disposal.
c. Observe good conduct and behavior during work.
d. Extend every help and assistance without demanding additional pay in return, in
cases of disasters and dangers that threaten the safety of the place of work or of the
place of work or of the persons working therein.
e. Submit at the request of the employer to the medical examinations he wishes him to
undergo before or in the course of his employment for the purpose of making sure
that the workman is free from occupational, communicable or incurable diseases.
f. Keep the technical, commercial and industrial secrets of the products which the
workman produces or in the production of which he directly or indirectly participates
and, in general, keep all the trade secrets relating to the work which, if divulged, are
apt to prejudice the interests of the employer.
Article 97
1. If, while in the service of the employer, a workman succeeds in making a new
invention, the employer shall have no right to such invention, even though the
workman may have developed the invention in connection with the work he
performed in the service of the employer.
2. However, any inventions developed by the workman in the course of his work shall
Belong to the employer if the nature of the work undertaken by the workman
requires him to devote all his efforts to the development of inventions, or if the
employer has specifically stipulated in the contract that he shall be entitled to
whatever inventions the workman may develop.
3. If the invention has a significant economic value, the workman may in the cases
described in the preceding paragraphs, claim a special consideration which shall be
assessed in accordance with the principles of equity. Such assessment shall take into
account the amount of assistance extended by the employer and the extent to which
his facilities were used for this purpose.
Article 98
The workman shall use the safety equipment designated for each operation and shall
preserve such equipment. He shall abide by the instructions laid down for the preservation
of his health and for his protection from injuries and diseases. He shall refrain from any act
or negligence which would result in failure to abide by the instructions or in misusing or
impairing the equipment provided for the protection of the health and safety of his fellow
workmen. The employer may include in the disciplinary rules a provision for the punishment
of any workman who violates the provisions of this Article.
Chapter V
Marine Labor Contract
Article 99
Any contract of employment made between the owner or financier of a Saudi Arabian ship
of not less than 500 tons, or between the representative of either, and a seaman or master
to perform work on board ship, or for a sea voyage, is a marine labor contract to which the
provisions of this law shall apply when they are not inconsistent with the provisions of this
Chapter and the decisions issued pursuant thereto.

22. Article 100
In the application of the provisions of this Chapter, the term "financier of ship" shall mean
any natural person, any company, or any public or private organization for whose account
the ship is fitted out.
Article 101
In the application of (the provisions of) this Chapter, the term "seamen" shall mean any
person, male or female, who undertakes to the financier of the ship or his representative to
work on board ship.
Article 102
All persons working on board ship shall be subject to the authority and orders of the master
of the ship.
Article 103
The labor contracts of all seamen working on a ship shall be entered in the ship's records or
appended thereto, under pain of nullity and liability. These contracts shall be written in a
clear language, leaving no room for doubt or controversy as to the rights and duties
stipulated therein.
These contracts shall indicate whether they are made for an unspecified term or for one
voyage. If the contract is made for a specified term, this term must be clearly indicated. If it
is made for one voyage, it must specify the town or seaport at which the voyage shall end,
and at what stage of unloading the ship at the said port the contract shall terminate.
Article 104
A marine labor contract must specify the kind of work assigned to the seaman, the method
of performing it, the amount of wages and wage supplements to be paid to him, and other
details of the contract.
Article 105
The work rules and conditions on board ship shall be posted in the ship and in the section
reserved for the crew. These conditions and rules must specify:
1. The seaman's obligations and duties towards the ship's financier and the work
organization rules on board ship.
2. The obligations of the ship's financier towards the seaman as regards their fixed
wages, rewards, and other forms of pay.
3. The method of suspending the payment of wages, or of making deduction therefrom,
as well as of payment of advances on wages.
4. The place and time of settlement of accounts and final payment of wages.
5. The rules and principles governing the supply of food and sleeping accommodations
on board ship.
6. The illness and injuries of seamen.
7. The conduct of seamen and the conditions governing their repatriation.
8. The seamen's paid annual vacations.
9. The end-of-service award and other indemnities payable in connection with the
termination or expiration of the labor contract.
Article 106

23. The marine labor contract must be in writing and in quadruplicate, one copy to be delivered
to the master, the second to the seaman, the third copy shall be filed with the Coast Guards
and the fourth with the Office of the Deputy Minister for Labor. The contract shall indicate
the date and place of its execution, the seaman's name, surname, age, nationality,
domicile, the work he is bound to perform, his wages, the certificate permitting him to work
in sea navigation, and his marine identification card. If the contract is for a single voyage,
the date and point of departure shall be indicated.
Article 107
A person who works as a seaman must satisfy the following requirements:
a. He must have completed eighteen years of age.
b. He must be in possession of a certificate permitting him to work in marine service.
Article 108
All the seaman's entitlements shall be paid in the official currency, and they may be paid in
foreign currency if they fall due while the ship is outside the territorial waters and the
seaman so agrees in writing.
The seaman may request his employer to pay the cash wages due to him to whomever he
shall designate.
Article 109
The employer shall deposit the amounts due to the decedent or lost seaman, or to the
seaman who is unable to receive them, with the Chairman of the appropriate Primary
Commission.
Article 110
The seamen shall be provided with food and sleeping accommodations at the expense of the
employer, and this matter shall be regulated by decisions to be issued by the Minister of
Labor.
Article 111
Any seaman who participates in helping or rescuing another ship shall have a share of the
reward to which the ship on which he is working is entitled, regardless of the kind of his
wages.
Article 112
The employer may terminate the contract without prior notice, and without award or
indemnity, if the ship sinks, or if it is confiscated or lost.
Where the wage is on a single voyage basis, the employer may also terminate the contract
without prior notice and without award or indemnity if the voyage is canceled at the outset
for a reason beyond the employer's control, unless otherwise stipulated in the contract.
Article 113
In case of expiration or cancellation of the contract, the employer shall be under obligation
to:
a. Return the seaman to the port from which he departed at the beginning of the
performance of the contract.
b. Provide him with food and sleeping accommodations until he reaches that port.

24. Article 114
Working hours on board ship while it is on the high seas must not exceed twenty-four hours
in two consecutive days, or 112 hours in a period of 14 consecutive days. Working hours
while the ship is in port shall not exceed eight hours a day. If the ship is in port the seaman
may be put to work on routine and cleaning jobs during his weekly rest days for a period
not exceeding two hours.
Chapter VI
Protection of Wages
Article 115
The Council of Ministers shall, when necessary, have the right to determine the minimum
wages either in general or with respect to a given area or occupation.
Such decision of the Council of Ministers shall be issued on the recommendation of the
Minister of Labor, and the decision of the Council of Ministers shall be considered effective
from the date of its publication in the Official Gazette.
In recommending the minimum wages, the Minister of Labor shall seek the assistance of a
committee composed of the Deputy Ministers of Labor, Finance and National Economy,
Petroleum and Mineral Resources, and Commerce and Industry.
The Minister of Labor shall, by decision, add to them two other members of experience and
knowledge he shall select. The committee shall be called to a meeting whenever the
Minister of Labor deems it necessary.
Article 116
The workman's wages and any amount due to him must be paid in the official currency of
the country. Wages must be paid during working hours and at the place of work in
accordance with the following provisions:
a. Wages of daily-rated workmen shall be paid at least once a week.
b. Wages of monthly-rated workmen shall be paid once a month.
c. If the work is performed by piece and it needs a period exceeding two weeks, a
payment proportionate to the work completed by the workman must be made to him
every week, and the full balance of his wages shall be paid within the week
immediately following the delivery of the work.
d. In cases other than those mentioned above, wages shall be paid to workmen at least
once a week.
Article 117
If the workman's service terminates, his wages shall be paid immediately; however, if he
leaves the work of his own accord his wages may in this case be paid within seven days at
the most from the date of his leaving the work.
Article 118
The employer shall have the right not to pay the workman's wages or any amount due to
him, unless the workman acknowledges receipt by signing a special register provided for the
purpose at the place of work in accordance with the form that will be determined by
decision of the Minister of Labor.
Article 119

25. No amount may be deducted from the workman's wages in satisfaction of private rights,
except in respect of the following:
a. To recover the advances or any amounts paid to him in excess of his rights, provided
no deduction shall, in this case, be made from the workman's wages in excess of
10% of such wages.
b. Social insurance premiums due from the workman.
c. The workman's contributions to the Savings Fund and the advances due to this Fund.
d. Installments pertaining to any plan for the construction of houses for the purpose of
transferring ownership thereof to the workmen, or to any other benefits or services,
if any, as decided by the Minister of Labor.
e. Fines that are inflicted on the workman for offenses committed by him under the
provision of Article 126, as well as any amount that is withheld from his pay in
accordance with Article 81, for any damage he has caused.
f. Any debt to be recovered in execution of a judiciary judgment, provided that the
amount deducted in this respect shall not exceed one-fourth of the wages due to the
workman and provided that an alimony debt and a debt for food, clothing, and
lodging shall be satisfied in this order and before all other debts.
Article 120
In all cases, the percentage of the amounts deducted shall not exceed one-half of the wages
due to the workman, unless the Commission finds that it is possible to increase the
deduction beyond such percentage, or that the workman needs more than one-half of his
salary. In this latter case, the workman shall under no condition be paid more than three-
fourths of his salary.
Article 121
If any amount is deducted from the workman's wages for reasons other than those specified
herein, without the latter's consent, or if the employer delays, without justification, payment
of the workman's wages when they fall due in accordance with the Law, the workman, his
representative, or the Head of the appropriate Labor Office may submit an application to the
appropriate Commission so that it may order the employer to return to the workman any
wrongfully-deducted amounts or to pay him his outstanding wages.
If it is established to the said Commission that the employer has unjustifiably deducted the
said amounts or delayed payment of the wages, the Commissions may impose on the
employer a fine that shall not exceed double the amount deducted from the workman's
wages, or double the outstanding wages. All pavements ordered by the Commission in this
case shall be collected through administrative channels.
Article 122
Service is presumed to be rendered for pay if the service consists in work which is not
customarily performed gratuitously, or which is in the occupational line of the person who
performed it.
Article 123
a. If neither the labor contract nor the Labor Law, nor the basic work rules stipulate the
wages that the employer is obligated to pay, the wage determined for another work
of the same kind, if it exists, shall be adopted; otherwise, the wage shall be
determined in accordance with the generally accepted practice of the trade and of

26. the area in which the work is performed. If no such practice exists, the appropriate
Commission shall determine the wage according to the requirements of equity.
b. The foregoing shall also be followed in determining the quality and scope of the
service which the workman must render.
Article 124
The following amounts shall be considered an integral part of the wage and shall be taken
into account in computing the amount that may be attached.
1. The commission given to peddlers, traveling salesmen, and commercial
representatives.
2. Percentages paid to employees of commercial establishments on the price of their
sales, as well as the allowances paid to them on account of the high cost of living.
3. Any grant made to the workman in addition to the salary, as well as any amount
paid to him as a reward for his honesty, or for his increased family obligations and
the like, if such amounts are stipulated in the labor contracts or in the basic works
rules, or if such amounts are paid as a matter of generally accepted practice so that
workmen have come to regard them as part of the wage, and not as a gratuity.
Article 125
In an establishment that employs twenty or more workmen, the employer must draw up a
set of rules covering penalties and rewards and the conditions under which these are to be
imposed or granted, and he shall post such rules in a conspicuous place in the
establishment. To become effective, such rules and any modifications thereto must be
approved by the Minister of Labor within two months from the date of their submittal. If the
said period elapses without the Minister's approval or objection, they shall become effective.
The Minister may by decision issue standard rules for penalties and rewards relevant to the
nature of the work, in order that employers may be guided by them in preparing the rules of
their own establishments.
The employer may not impose a penalty on a workman for an offense not listed in the
disciplinary rules.
The employer may not impose on the workman, for a single offense, a fine exceeding the
wages of five days, or suspend him as a disciplinary measure and without pay for a period
exceeding five days for a single offense. In all cases, the workman shall not be subject to
more than one penalty for the same offense, nor shall the amount withheld from his wage in
a single month in satisfaction of the fines imposed upon him exceed the pay of five days;
nor shall the period of suspension from work without pay exceed five days per month.
Article 126
A workman may not be accused of any offense that was discovered more than fifteen days
earlier; nor may a penalty be imposed upon him more than thirty days after the offense is
proven with regard to monthly-paid workman, or more than fifteen days after the offense is
proven with regard to other workmen.
No penalty may be imposed upon a workman except after hearing his remarks and
examining his defense. The workman shall have the right to object before the appropriate

27. Commission which shall issue its final decision in this matter within a period of one week
from the date of recording the objection with it.
Article 127
Fines imposed on workmen shall be recorded in a special register which shall indicate the
name of the workman, the amount of his wage, and the reason for imposing the fine upon
him and the date on which it was imposed.
Chapter VII
Protection and Social Services
Article 128
Every employer shall take the necessary precautions for the protection of workmen from
hazards and diseases resulting from the work and the machinery used, and for the
protection and safety of the work. The employer may not charge the workmen or withhold
from their wages any amount in return for providing such protection.
Article 129
Every employer shall observe the following rules:
a. The establishment shall be kept clean and in a sanitary condition and free from
obnoxious odors which may emanate from sewers or any other source.
b. Work rooms in the establishments shall be ventilated and an area and a sufficient
space for breathing shall be provided in accordance with the health levels and
standards to be determined by the Minister of Labor.
c. Necessary precautions shall be taken to protect workmen from injuries resulting from
any gas, dust, smoke or any other waste which may be generated in the course of
the work.
d. The establishment shall be adequately lighted during working hours.
e. Water closets shall be provided in places where they may be easily accessible, at the
rate of one water closet for every fifteen workmen or less.
f. An adequate supply of potable water shall be provided at suitable places.
g. An adequate supply of water and facilities shall be provided for the workmen to wash
themselves.
Article 130
If the work exposes any person working on it to a physical injury, poisoning or disease, the
Minister of Labor may issue decisions to determine such work and the measures that the
employer must take to protect the workmen. The employer or whoever may be acting on his
behalf shall inform the workman upon his employment of the hazards of his occupation and
of the precautionary measures which he must take.
Article 131
The employer must always and continuously enclose, within suitable protective guards all
moving parts of power generators and transmission gears, as well as the dangerous parts of
machines, whether they are stationary or mobile, unless these parts are so designed or
installed as to provide full protection. He must also fence the manholes and all obstructions
that may expose workmen to the danger of falling or collision.

28. Article 132
The employer shall be responsible for incidents and accidents which may cause injury to
persons other than his workmen, who enter the places of work by virtue of their official
duties or wit the consent of the employer or his agents, if such injury is due to his having
neglected to take the technical precautions which the nature of his work requires, and he
shall compensate tem for the damage they may suffer, in accordance with general
regulations.
Article 133
Every employer shall take the necessary precautions against fire and shall provide the
technical means to combat it, including safety exits which he shall maintain in a serviceable
condition at all times.
Article 134
The employer shall provide first-aid services for the workmen in accordance with the
standards to be determined by the Minister of Labor in collaboration with the Minister of
Health. If the number of his workmen in a single location or town, or within a radius of
fifteen kilometers, exceeds fifty, he shall employ a nurse who shall be familiar with first -aid
services and shall be exclusively assigned to rendering such services; the employer shall
assign a physician to examine and treat the workmen at the place to be provided by the
employer for this purpose and the employer shall provide them with the medicines
necessary for their treatment. The aforementioned services shall be free of charge whether
during working hours or otherwise. If in the cases mentioned above, the number of
workmen exceeds a hundred, the employer shall, in addition, provide them with all other
means of treatment in cases requiring treatment by specialists or performance of surgical or
other operations.
In case operations are performed as well as in cases of incurable diseases, the expenses
shall be taken from the Social Insurance Fund. The costs of treatment, medicines and
hospitalization in government or charitable hospitals as well as the party who will assume
such costs, shall be determined pursuant to the decision to be made by the Minister of
Labor in agreement with the Minister of Health, or to the rules laid down in the Social
Insurance law.
However, if the number of workmen is less than fifty, the employer must provide the
workmen with a medical aid cabinet which shall be maintained in a good condition and shall
contain the bandages medicines, and antiseptics to be determined by the Minister of Labor
in agreement with the Minister of Health, in order to provide the workmen with first aid.
Article 135
Every employer who employs more than fifty workmen shall inform the appropriate Labor
Office of the name of the physician whom he has selected to treat his workmen. In case he
employs more than a hundred workmen, he shall inform the Office of t he names of the
physicians and specialists whom he has selected to treat his workmen, and of the names of
the hospitals which he has designated for that purpose. In both cases, he must notify the
appropriate Labor Office of the minimum number of days fixed for the examination of
workmen, provided that this minimum shall nor be less than three times a week.
Article 136
Every employer shall prepare for each workman a medical file showing the result of the
medical examination performed on the workman upon his employment, a description of the
cases of his illness, the stages of his treatment, and the periods of his absence from work,

29. provided that mention shall be made in the file of the kinds of ordinary and occupational
diseases and labor injuries.
Article 137
The employer who employs fifty workmen or more must set up for his workmen a savings
and thrift plan to be approved by the Ministry of Labor, provided that the workman's
participation in such a plan shall be voluntary. He shall provide them at his expense with
suitable rest and recreational facilities in accordance with the specifications to be
determined by the Minister of Labor.
If he employs five hundred or more workmen, the Minister of Labor, after taking into
consideration the nature and conditions of the work areas and the number of the workmen
therein, may decide that the employer shall carry out at his expense all or part of the
following:
a. Provide shops for the sale of food, clothes and other necessary commodities at
moderate prices in work areas where such shops are not ordinarily available.
b. Provide parks and, athletic fields annexed to the place of work, as well as cultural
libraries for the workmen.
c. Make the necessary medical arrangement for the proper protection of the health of
the workmen and for the comprehensive treatment of their legal dependants with
due regard to the provisions of the Social Insurance Law.
d. Provide schools for education of the workman's children, if no adequate schools are
available in the area, and provide mosques in the place of work.
e. Set up programs to combat Illiteracy among the workmen.
f. Prepare rules agreeable to the Ministry of Labor for the appointment and promotion
of workmen and for the allowances and benefits they receive.
Article 138
Concessionary companies which entrust to contractors the execution of some of their works,
such as construction, maintenance, otherwise, shall stipulate in the contract that the
contractor shall satisfy all the rights and assume all the obligations which would accrue to
the workmen if the concessionary company itself performed such works.
Article 139
The workmen of the contractors working for concessionary companies shall be subject to
the same basic work rules applicable to the workmen of such companies, and shall benefit
from all grants, compensations and wage rates in force in such companies.
Article 140
Concessionary companies shall assume legal liability toward the workmen of their
contractors in application of the provisions of the two preceding articles, and they may, in
return, withhold from the price of the works entrusted to their contractors such amounts as
would guarantee such liability until the expiration of the contract.
Article 141
In all contracts where the contractors fail to apply the provisions of the preceding articles,
the Minister of Labor and Social Affairs shall have the right to cancel such contracts by a
decision based on a report submitted by the Chief Labor Inspector in the Ministry following a
special investigation he shall conduct.
Article 142

30. Every employer shall provide means of transportation to carry his workmen from their
places of residence or from a given point of assembly to the places of work and to return
them daily, if the places of work are reached by ordinary, regular means of transportation.
Article 143
With regard to workmen who perform work in places far removed from inhabited areas,
which shall be determined by a decision of the Minister of Labor and Social Affairs, and
especially those working in mines, quarries and centers of oil exploration, extraction or
exploitation, the employer shall be obligated to:
a. Provide the workmen with adequate living quarters, so that some of these quarters
shall be assigned for married workmen. .The conditions and specifications for such
dwelling quarters, as well as the rates chargeable to the workmen for using them,
shall be determined by a decision of the Minster.
b. Provide his workmen with three meals a day at places which he shall establish for the
purpose and which shall be clean and meeting the sanitary requirements. The kinds
and quantities of food in each meal, and the cost to be charged to the workman for
each meal shall be determined by a decision of the Minister. Where all or some of the
meals are served inside the mine, the food shall be served to the Workmen
hygienically wrapped or placed in tightly covered containers. These meals may not
be replaced by any financial allowance.
c. Provide his workmen with medical, social and cultural services which shall be
determined by a ministerial decision.
d. With regard to workmen who perform work in exploration areas and live in camps,
the employer shall also provide his workmen, gratuitously and free of charge, with
camps suitable for living, and shall provide them potable water and three meals a
day at places meeting sanitary conditions which he shall establish for the purpose.
The kinds and quantities of food in each meal shall be determined by a decision of
the Minister, and these meals may not be replaced by any financial allowance.
e. In special medical cases and upon the recommendation of a physician, the workman
may request special food that suits his special situation. If such request cannot be
fulfilled, he may demand a financial compensation in lieu of the meal.
Article 144
Every employer employing fifty or more workwomen shall provide a suitable place entrusted
to a female nurse qualified to care for the workwomen's children who are under six years of
age.
Chapter VIII
Creation of New Establishments
Article 145
Any person who wants to construct buildings to be used in a new project, to add any
annexes to an existing mechanically-operated project, to increase the mechanical power
used in running the project, or to convert existing buildings into a mechanically-operated
project, he shall, where he employs at least twenty workmen; submit an application to the
Ministry of Commerce and Industry (Industrial Research Center) for the necessary license,
to which shall be attached the following:

31. a. A map of the site.
b. The design of the building.
c. A layout showing the locations of machines and equipment, and their specifications.
d. The drawings or photographs of machines.
In addition to the foregoing he shall submit any other information that will clarify the nature
of the work to be carried out in the building: as will be requested by the Ministry of
Commerce and Industry.
The maps of the buildings and site must contain derails on the locations and dimensions of
all doors, windows, ventilation facilities, stairs, fire escapes and other sanitary facilities.
When the said Ministry is satisfied that the buildings, additions or extensions conform to this
Law and to the rules issued hereunder, it shall give its final approval to the issuance of the
license, if the municipalities have no direct concern in the matter. When necessary, the said
Ministry may seek the opinion of the Ministry of Health with regard to the health aspect.
Article 146
If the Labor Office finds that any building or any part thereof, or any part of the roads,
machines, or equipment in any establishment is in such condition as to constitute a danger
to human life or safety, it may after consulting the Ministry mentioned in the previous
article, issue to the manager of the establishment a written order requesting him to make
the necessary repairs within a specified period and to submit a technical report showing that
he has made such repairs on rime. The Labor Office may, in its written order, specify the
protective measures deemed necessary to prevent any danger, and it may prohibit the use
of the machine or building which constitutes the source of danger until it is repaired or
replaced.
The manager of the establishment may, within thirty days from the date of his notification,
appeal to the Minister of Labor who shall, after consulting with the Minister of Commerce
and Industry, uphold, modify, or cancel the order. Lodging the appeal shall not entail the
suspension of the protective measures ordered by the Labor Office, nor shall it entail a stay
of execution of the appealed order, unless the Minister of Labor decides otherwise.
Chapter IX
Working hours - Weekly Rest Vacations
Article 147
A workman shall not be employed for more than eight actual working hours in any one day,
or forty-eight hours a week, in all months of the year, with the exception of the month of
Ramadan when actual working hours shall not exceed six hours a day or thirty-six hours a
week, exclusive of the intervals reserved for prayer, rest and meals. The number of working
hours may be raised to nine hours a day in respect of certain categories of workmen or in
certain industries and operations where the Workmen does not work continuously, such as
seasonal establishments, hotels, snack bars, restaurants and the like. The number of daily
working hours may be reduced for certain categories of workmen or in certain industries or
operations of a hazardous or harmful nature. The categories of workmen, industries and
operations referred to in this article shall be determined by decision of the Minister of Labor.
Article 148
Working hours shall be scheduled that no workman shall work more than five consecutive
hours without an interval of rest, prayer and meals which shall not be less than half an hour
each time, or one and a half hours during the total working hours, and that the workman
shall not remain in the place of work more than eleven hours in any one day. In the case of

32. factories where work is performed in successive shifts day and night, the Minister shall by
decision, regulate the manner for granting workmen time intervals for rest, prayer and
meals.
Article 149
Friday, which the day observed as an official holiday, shall be a day of rest with full pay. The
employer may, however, with the approval of the appropriate Labor Office, replace this day
for some of his workmen by any other day of the week, provided that the number of
working days per week shall not exceed six, and that the workmen shall in all cases be
enabled to perform their religious duties.
Article 150
The employer shall not be required to adhere to the provisions of Articles 147, 148 and 149
of this Law in the following cases:
a. Annual stock-taking, preparation of the balance sheet, liquidation closing of
accounts, preparation for sales at reduced prices and preparation for festive seasons,
provided that the number of days during which the workman remains on the job in
excess of the prescribed daily working period shall not exceed thirty days in any one
year.
b. Where the work is intended to prevent a dangerous accident, or to prepare damage
resulting, from such accident, to avoid the certain loss of perishable materials.
c. Where the work is designed to cope with unusual work pressure. In the last two
cases, a report shall be made to the appropriate Labor Office within 24 hours, stating
the emergency and the period required for completion of the work, and the Office's
written confirmation of approval shall be obtained.
d. Holidays, festive seasons and other occasions, and seasonal operations as may be
determined by decision of the Minister of Labor.
In all the foregoing cases, the number of actual working hours shall not exceed ten hours a
day.
Article 151
The employer shall pay the workman for additional work hours an additional wage
equivalent to the workman's normal wage plus fifty percent (50%). Where the work is
performed on the weekly day of rest or on feast days or official holidays, the employer shall
pay the workman additional wages for the regular or additional work hours.
Article 152
The provisions of Articles 147 and 148 shall not apply to the following cases:
a. Preparatory and supplementary operations which must be completed before or after
the end of the work.
b. Work which is necessarily intermittent.
c. Workmen assigned to watch and janitorial duties.
d. Work in drilling or exploration for petroleum and minerals in remote areas.
The operations referred to in Paragraphs (A), (B) and (C) of this article and the maximum
number of working hours in such operations shall be determined by decision of the Minister
of Labor. In the operations referred to in Parapraph (D), the total number of actual working
hours shall not exceed 48 hours a week.

33. Article 153
The workman who has completed one year in the service of the employer shall be entitled
to an annual vacation of fifteen days with full wages payable in advance. This vacation shall
be increased to 21 days when the workman completes ten continuous years in the service of
the employer. The workman may, with the employees consent, defer his annual vacation or
a number of days thereof to the next following year. The workman may not forego his
annual vacation.
The employer shall have the right to choose the dates of such vacations according to work
requirements, or to grant the vacations on a rotational basis to ensure the proper conduct
of his business.
Article 154
If the workman leaves the work, he shall be entitled to receive pay for unused vacation
days due in respect of the period for which he has not taken his vacation. He shall be
entitled to vacation pay for fractions of the year, in proportion to that part of the year which
he has spent at work.
Article 155
Each workman shall be entitled to days-off with full pay on the holidays designated by a
decision to be issued by the Minister of Labor, provided that such holidays shall not exceed
ten days a year.
Article 156
The workman may obtain leave without pay for not more than 10 days a year, subject to
the employer's approval.
Article 157
The workman shall not, while enjoying the vacations or leaves provided for in this Chapter,
work for another employer. Where the employer proves that the workman has violated this
provision, he may deprive him of his wages for the vacation period or recover any vacation
pay he may have paid to such workman.
Article 158
An employer who employs twenty workmen or more shall, in case a workman's illness is
confirmed by a medical certificate issued by a competent physician accredited by the
employer, `r where the employer has no accredited physician, by a physician designated by
the appropriate Government agency, grant the workman sick leave with full pay for the first
thirty days and with three-quarter pay for the next 60 days in any one year.
Article 159
The workman shall be entitled to a three-day leave for his marriage and to a one-day leave
with full pay in each of the following two cases:
a. In the event a child is born to him.
b. In the event of the death of the workman's spouse or any of his ascendants or
descendants.
The employer shall have the right to require the workman to furnish documents in
confirmation of the above cases.
Chapter X

34. Employment of Juveniles and Women
1. Common Rules
Article 160
Adolescents, juveniles and women may not be employed in hazardous operations or harmful
industries, such as power-operated machinery, mines, quarries and the like. The Minister of
Labor shall, by decision, designate the occupations and operations tat are regarded as
harmful to health, or are apt to expose women, juveniles and adolescents to given hazards
requiring tat their employment in such occupations or operations be prohibited or restricted
by special conditions, in no case may men and women commingle in the place of work or in
the accessory facilities or other appurtenances thereto.
Article 161
Adolescents, juveniles and women may not be employed during the night time which covers
an interval of at least eleven hours between sunset and sunrise, except in the cases to be
determined by decision of the Minister of Labor in respect of non-industrial occupations and
in cases of force majeure.
Article 162
Juveniles and adolescents may not be employed for a period exceeding six hours a day, and
the exceptions provided for in Articles 150 and 152 of this Law shall not apply to them.
2. Employment of Juveniles
Article 163
A juvenile who has not completed thirteen years of age shall not be employed, nor shall he
be allowed to enter places of work. The Minister of Labor may, by decision, raise this age
limit in certain industries or areas. Before employing a juvenile, the employer shall secure
from him the following documents and shall keep them in the juvenile's personal file:
a. An official birth certificate or an age estimation certificate issued by a competent
physician and approved by the Ministry of Health.
b. A certificate of physical fitness for the required work issued by a competent physician
and duly approved by the Minister of Health.
c. The consent of the juvenile's guardian.
The employer shall, within the first week following the employment of every juvenile, notify
the appropriate Labor Office of such employment and shall keep at the place of work a
special register for juvenile workmen in which he shall indicate the name of the juvenile, his
age, the full name of his guardian, his place of residence and the date of his employment, in
addition to the general register provided for in article 10 of this Law.
3. Employment of Women
Article 164
The workwoman shall be entitled to take as maternity leave the four weeks immediately
preceding the expected date of delivery and six weeks following that date. The probable
date of delivery shall be determined by the physician of the establishment or by a medical

35. certificate approved by the Ministry of Health. No employer may employ any woman during
the six weeks immediately following her delivery.
During her absence on maternity leave, the workwoman shall been titled to half pay if she
has been in the employer's service for one year or more, and to full pay if she has been in
the employer's service for three years or more, as of the date of commencement of such
leave.
A workwoman shall not be paid any wages during her regular annual vacation to which she
is entitled under the provision of these Regulations, if she had availed herself in the same
year of a maternity leave with full pay, and she shall be paid half-wages during the annual
leave, if she had availed herself in the same year of a maternity leave with half-pay.
Article 165
When the workwoman returns to work following her maternity leave, she shall be entitled to
a period or periods of rest totaling not more than one hour daily for the purpose of feeding
her newborn child, in addition to the rest periods granted to all workers.
Article 166
The expenses of medical examination and the costs of treatment and delivery shall be borne
by the employer.
Article 167
The employer shall not terminate the workwoman while she is on pregnancy and delivery
leave.
Article 168
The employer shall not terminate the workwoman during her illness resulting from work or
delivery, provided that such Illness shall be confirmed by an approved medical certificate,
and that the period of her absence shall not exceed six months. Nor shall she be
terminated, without any of the legitimate causes provided for in this Law, during the six
months preceding the expected date of delivery. Where a workwoman is terminated in
breach of the provisions of this article, the appropriate Commission shall order her
reinstatement
Article 169
The workwoman shall forfeit her entitlements under the provisions of this Chapter if it is
established that she has worked for another employing her authorized leave. In such event,
the original employer may deprive her of pay for such leave or recover any wages he had
paid to her.
Article 170
By way of exception, the provisions prohibiting or restricting the employment of
adolescents, juveniles and women shall not apply to charitable or official institutions of
vocational or professional training character, provided that the bylaws of such institutions
shall specify the nature of the trades and crafts involved, the working hours and terms of
employment, and the suitability of the work to the workwomen's physical capabilities, and
that the Ministry approves the bylaws in question after consulting the Ministry of Health.
Article 171
In all places and in all occupations where women are employed, they shall be provided with
seats to assure their comfort.